Bend-La Pine Schools is committed to the principle of equity. Equity supersedes the notion of equality, where all are treated the same. Pursuing equity requires the removal of barriers and the promotion of inclusive practices so that all students fully benefit. The principle of equity will inform all BLS policies, regulations, programs, operations, practices, and resource allocations.

Studies have shown that some individuals (women and people of color, for example) are less likely to apply for jobs unless they believe they meet every single qualification in a job description. Our goal is to find the best candidate for the position, and we acknowledge that that candidate may be an individual from a less traditional background. We encourage you to apply, even if you don't believe you meet every one of our qualifications described. If you are unsure whether you meet the qualifications of a position, or how this would be determined, please feel free to contact Human Resources to discuss your application.

Position Title: Human Resources Director - Workforce Relations

Classification: Director

Department: Human Resources

Salary Range: $138,378 - $147,401

JOB DEFINITION:

The Human Resources Director - Employee and Workforce Relations serves as a critical leader within the Human Resources department of Bend-La Pine Schools. As a part of the Human Resources leadership team, this role plays a critical role in supporting administrators and supervisors by providing expert guidance and interpretation of Collective Bargaining Agreement language, including facilitating clarity on contractual terms and conditions to ensure compliance and equitable application across all levels of the organization. Engaging directly with labor union leadership, the Human Resources Director - Employee and Workforce Relations collaborates on pre-disciplinary and disciplinary procedures, fostering effective communication channels and resolutions. Additionally, this role involves labor issues relating to CBAs, promoting a cooperative working relationship between the district and its work groups. Furthermore, the director is responsible for supporting the functionality of the Human Resources Information Systems (HRIS) to ensure the accurate and efficient record-keeping related to workforce and employee relations. This position is pivotal in the planning, organization, and direction of staffing and personnel functions, which encompass recruitment, compensation, staff development, evaluation, labor relations, and collective bargaining.

ESSENTIAL JOB FUNCTIONS:

• CBA Interpretation: Provide guidance to administrators and supervisors on the interpretation and application of Collective Bargaining Agreement (CBA) language, ensuring compliance with contractual obligations.
• Labor Relations Liaison: Serve as the primary point of contact for engaging with labor union leadership on pre-disciplinary and disciplinary procedures, fostering open communication and effective conflict resolution.
• HRIS Management: Support the functionality of the Human Resources Information System (HRIS), overseeing accurate and timely data entry, ensuring data integrity, and generating relevant reports as needed.
• Training and Development: Design and deliver training programs for administrators, supervisors, and employees on topics related to labor relations, disciplinary procedures, CBA compliance, and HRIS functionality.
• Performance Management Support: Collaborate with leadership to ensure performance management processes align with CBA provisions and organizational objectives.
• Dispute Resolution: Participate in resolution efforts for disputes between employees and/or between the organization and labor unions.
• Documentation and Record-Keeping: Maintain accurate and comprehensive records related to employee and labor relations activities, ensuring compliance with legal requirements and organizational policies.
• Negotiation Support: Collaborate with legal counsel and organizational leadership during CBA negotiations to represent the organization's interests and contribute to the development of mutually beneficial agreements.
• Policy Development and Compliance: Develop, review, and update HR policies and procedures to ensure compliance with labor laws and maintain alignment with organizational objectives.
• Employee Conflict Resolution: Address and resolve employee relations issues, grievances, and conflicts in a fair and consistent manner, promoting a positive and inclusive work environment.
• Labor Issue Analysis: Analyze trends and patterns related to labor issues, providing insights and recommendations to improve organizational practices and enhance employee relations.
• Leadership Collaboration: Actively participate in leadership functions within the HR department, contributing to the strategic planning, decision-making, and implementation of HR initiatives that support organizational goals and objectives.
• Other Duties: Performs other related duties as assigned.

KNOWLEDGE, SKILLS, AND ABILITIES

Knowledge:

• Human Resources Laws and Regulations: A comprehensive understanding of federal, state, and local employment and labor laws, statutes, regulations, procedures and best practices, with the ability to interpret and apply them effectively in the management of HR functions.
• Conflict Resolution: Knowledge of conflict resolution strategies and the ability to effectively mediate and resolve workplace conflicts and challenges that may arise from policy, regulations, contracts, or district practices, promoting a harmonious and productive work environment.
• HR Policy Development: Expertise in developing, implementing, and maintaining HR policies and practices that align with legal requirements and organizational goals
• HR Information Systems: Proficiency in the management and utilization of HRIS for data entry, reporting, analysis, and efficiency enhancement related to employee and labor relations
• Collective Bargaining Agreements (CBAs): Comprehensive understanding of CBAs, including the ability to interpret and apply contractual language in various employment scenarios.

Skills and Abilities:

• Union Relations: Skill in maintaining positive working relationships with union leadership, collaboratively addressing concerns, clarifying personnel questions, and resolving personnel issues.

• Conflict Resolution: The ability to mediate and resolve workplace conflicts and challenges effectively, fostering a harmonious and productive work environment.

• Supervision and Evaluation: Skill in supervising and evaluating HR department staff, promoting their growth, development, and effective performance.
• Professional Development: Ability to design and implement professional development opportunities for HR staff, contributing to their continuous growth and skill development.
• Committee Engagement: Skill in actively participating in agency-level committees, representing Human Resources and contributing expertise to advance HR-related initiatives and objectives.
• Community Representation: Ability to effectively represent the Human Resources Department at various district and community functions, such as public school board meetings, staff trainings, state work committees, and other HR events.

Minimum Qualifications:

• Bachelor’s degree and five years of progressively responsible experience or an equivalent combination
• 3-5 years of experience supervising employees in a union environment

Preferred Qualifications:

• School administration experience
• Public sector experience in Human Resources
• Experience working effectively with labor unions
• Management and supervisory experience

Working Conditions:

The Human Resources Director - Employee and Workforce Relations typically works in an office setting during regular business hours. Occasional flexibility may be required to accommodate atypical levels of demands outside of regular hours. Excellent interpersonal and communication skills are essential for managing frequent personal and telephone inquiries from administrators, educators, support staff members, and other stakeholders. This position entails working under demanding workloads and tight deadlines. It involves handling urgent work requests that may conflict with other priorities, requiring strong time management skills. The role calls for sound judgment and a positive attitude when dealing with stressful situations. Additionally, the employee must be physically capable of lifting and moving materials, equipment, or boxes weighing up to 30 pounds.

The position requires working knowledge of several technical procedures or work activity areas and ability to teach them to others. In-depth knowledge of work-related district policies and practices is necessary. Job proficiency can be acquired in twelve to twenty-four months.

Expectations of Professional Conduct:

Employees of Bend-La Pine Schools are expected to adhere to all Bend-La Pine Schools policies and regulations, ensuring compliance with established procedures and expectations. They are to prioritize the well-being of students, aligning their conduct with the core values of public education and the mission, vision, and goals of Bend-La Pine Schools. This entails maintaining consistent and punctual attendance while adhering to site and/or district protocols for reporting absences.

Professionalism extends to personal presentation, with employees expected to maintain attire and grooming appropriate to their roles. While carrying out everyday tasks independently, it's essential to maintain professionalism in how you communicate, both verbally and nonverbally, with students, parents/guardians, the public, and colleagues. This includes valuing and respecting cultural and background differences. Employees of Bend-La Pine Schools are entrusted with fostering a respectful working and learning environment, upholding confidentiality regarding student, staff, and district information at all times.

Benefits Information:

Bend-La Pine Schools provides its employees with a range of competitive and comprehensive benefits including medical, dental, vision, prescription coverage, life and disability insurance, an employee assistance program, options to enroll in employee funded 403(b) and/or 457(d) retirement savings plan, and various leave and professional development programs.

Bend-La Pine contributes the required 6% of employees’ annual salary on a pre-tax basis to the Public Employees Retirement System (PERS/OPSRP) on the employee’s behalf.

To learn more about the additional benefits or compensation options available for each employee group, please visit our website.

The statements herein reflect general details as necessary to describe the principle functions of the job, the level of knowledge and skills typically required and the scope of responsibility, but should not be considered an all-inclusive listing of work and physical requirements. Individuals may perform other duties as assigned, including work in other functional areas to cover absences or relief, to equalize peak work or otherwise to balance the workload.

APPLICATION INSTRUCTIONS:

Interested candidates must submit a cover letter, professional resume, and three letters of recommendation by Sunday, July 21, 2024.

For questions regarding the opening or the application process, please contact Ryan Kelling, Director of Recruitment and Retention for Bend-La Pine Schools ryan.kelling@bend.k12.or.us